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The hours worked in the weekly rest period, set usually on Saturdays and Sundays and added to the hours worked do not exceed the monthly norm, are considered weekend hours.

Under the current legislation a weekend bonus is paid and established by the collective labor contract or the individual labor contract.

Given the case when the rest of the employee on Saturdays and Sundays are in the public interest or would prejudice the normal course of business, the rest can be granted in other days set by collective labor contract or by applicable rules of procedure, under Article 137 of the Labor Code, paragraph 2.

If they are found in the situation above, the employees will receive a weekend bonus established by collective labor contract or, where appropriate, by the individual labor contract according to art. 137, paragraph 2.

The bonuses represent distinct elements of base salary. As a consequence, a weekend bonus will be highlighted in payroll and separately calculated.

The value of weekend bonus can be set as a fixed amount or as a percentage. The legislation does not provide a minimum of granting this weekend bonus.

The possibility to include the weekend bonuses in the base salary is not expressly regulated. We appreciate, however, that its inclusion in the base salary would results in practice in complex and unnecessary situations in the payroll process.

For example, an employee works for a schedule of 8 hours / day from Tuesday to Saturday, so he will work each weekend. If it’ll be consider that there are no changes in amount from month to month, you might consider including the weekend bonus in the base salary. However, in practice there may be many variations in terms of labor over the weekend: sick leave, annual leave etc.

Therefore, for that the weekend bonus will be legally highlighted and the payroll process will not be unduly complicated, the granting conditions and the weekend bonus value will be defined in the individual or in the collective work.

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